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The insights gained from the statistical analysis of your business data will give you a clear view of exactly what’s happening in your organisation – and in the local market – enabling you to make data-based business decisions that are informed, appropriate, and defensible.

The power of
business analytics

Data-mining your company’s information, in conjunction with the information housed in our database, gives us the ability to use quantitative benchmarks to answer your issues relating to staffing, structures, and strategic workforce planning.

More about Strategic Workforce Planning

Data integrity

Over many years, we have collected local HR data from thousands of Southern African organisations. We are proud of the quality of our data and the integrity and security of our database.


Our business rests on commitment to confidentiality of data. Thus under no circumstances would any individual information or any company-specific information be disclosed to any other participant.

Data analysts

Our data analysts are specialists in their fields, and collectively they have backgrounds in economics, business, econometrics, finance and statistics.

Job Family Percentages

Tests the ratio of a Job Family (e.g., engineering) against the market


Q: “How do our staffing levels of departments within divisions compare with the industry? Some departments complain that they’re short-staffed.”

Points Weighting Analysis

Examines grade
point averages per company area

Q: “How do our support functions, operation functions and core functions compare to each other in terms of grade point allocations – and how do they compare to industry?”

Q: “Where are we overpaying in our company? We’re losing a lot of people at certain levels and feel overstaffed in other levels”

Grade Levels

Shows the percentage of grades at all levels against industry benchmarks

Q: “How do our management grade levels compare with the industry levels? Are we too top-heavy?”


Q: “Which grade levels are over-represented … and which are under-represented? Can we see the breakdown per divisions and per department?”

Staff Complement Ratios

Examines operational versus support staff ratios

Q: “What’s our ratio of core versus support staff? How does it compare to industry?”

Q: “What’s our ratio of HR or Finance staff? How does it compare to industry?”

Grade Shape

Examines the ‘shape’ of grades across a company and its consequences

Q: “What’s the shape of our grades across the company? And how does it compare to industry?”

Q: “Where are the grade bottlenecks in our company?”

Spans of Control

Examines team spans versus benchmarks – both established norms and industry norms

Q: “What is the span of control of my teams in Operations versus industry ratios?”

Q: “How many management levels do I have versus the industry?”

Q: “Which teams have the smallest ratios, and which teams have the largest ratios?”

more about spans of control benchmarks

Gap Analysis

Shows career/succession gaps across divisions /departments – utilising grades as gap indicators

Q: “Where do career gaps appear, company-wide? And across divisions and departments?

Q: “Where are the gaps largest?”

Q: “Is there a logical progression between levels? I think some of the promotional moves may be a step too far”

Payroll Cost Analysis

Examines payroll costs as a percentage across levels and job families

Q: “Can we see how our payroll costs for specific divisions (and departments within divisions) compare to the industry?”

Q: “Which departments or divisions have the highest cost against industry? Which ones have the lowest?”

FREE WEBINAR: Morality and Reality
Restructuring in the time of COVID – a story in three parts

We are not yet seeing the full impact of Covid-19 on the structure and staffing of businesses, and past experiences have taught us that we will not see this impact for some time to come. While the Covid pandemic has been a singular occurrence, what have past downturns taught us in terms of what faces us now, as organisations come to grips with operational changes?

These changes necessitate that we move quickly, yet is our strategy and are our operating models flexible enough? How can we move fast enough to be fit for purpose? Within the current South African context, the moral dilemma becomes how to balance business with our economic reality – and make ethical and targeted staff changes that are based on structural analytics and will not add unnecessarily to the country’s unemployment.

Chapter 1: The Past

What can companies expect for the next two years based on what we already know? What have past crises taught us?

Chapter 2: The Present

Merging structure, costs and the South African employment reality – can business and morality mix? What strategies will this entail?



Chapter 3: The Future

What can companies expect for the next two years based on what we already know? What have past crises taught us?

Contact us to discuss your requirements